ADL 09: Human Resource Management: Case Study - I: Shivani Exports Questions 1.

How would you evaluate the performance Appraisal system at Shivani Exports? 2. What can Radha do now to restore Mridhulas motivation and get her back on track? 3. What mistakes, if any, did Ms. Radha and Shivani Exports make with respect to Human Resource Management?

Answers 1. How would you evaluate the performance Appraisal system at Shivani Exports? In case of Shivani Exports, the objectives of the Performance Appraisal system are not well defined, both to the organization and the employee, which has lead to demotivation and frustration to the new management Trainee Mridhula thereby jolting all her enthusiasm and zeal which she had joined with, leading to disinterest and absenteeism from work. In the Case-Study of Shivani Exports The new incumbents job expectations are not clearly discussed. As a result, she, with the best of efforts and skill is not able to project herself as a leading Fashion designer and leader. Mridhula, the Management Trainee, is not given an appropriate opportunity/ opening to out show her performance. Although already acknowledged by her chief buyer Ms. Radha Shaluja about her good performance verbally.

The Management Trainee is not been given guidance and proper feedback by Ms.
Radha and is not clear with the policies of the company, which comes to her as a shock, on being told by her counter friend and senior colleague Mr. Ramesh Gupta.

In this case, in spite of Mridhula initial inhibitions on the job, she has performed to the
best of her capabilities, working hard and knowing the fabric, its intricacies, fashion forecasting, inventory control etc, she was not rewarded appropriately as per her performance or considered for any promotion for the good work she did as verbally acknowledged by Ms. Radha Shaluja. Mridhulas job criterias benchmark was not marked to rate her performance level and her past performance was not considered for any of her intrinsic or extrinsic gains. The trainee was not counseled by the appraiser to meet her objectives and goals and set her future career path. The above are a few anomalies of the Performance Appraisal System of Shivani Exports, which has lead to the uncalled for proceedings. Therefore the Performance Appraisal System of Shivani Exports has to be revamped to yield the following results and to meet the aspirations of the employees of that company. Any Performance Appraisal system should seek to address itself to the following five aspects that concern almost any employee in every organization. These are: Anuradha ASoDL(EFT) Enroll No: 08070100131

ADL 09: Human Resource Management: Case Study - I: Shivani Exports Tell me what you expect from me Give me opportunity to perform Let me know how well I am getting along Give me guidance where I need it Reward me according to my contribution

The prime objectives of an appraisal system should also consider and take care of the following:

Define the specific job criteria against which performance will be measured Objectively and accurately measure past job performances Determine reward based on performance-based system Develop programmes (including feedback and counseling) to enhance performance in the current job and prepare and realize the potential for future responsibilities Provision for feedback to subordinate to know where they stand Counseling, coaching, career planning and motivation of subordinates Developing positive superior-subordinate relations

To conclude with, Shivani Exports should develop such a performance appraisal system that should clearly reflect the

The organizations aims and outcomes of appraisal. Take responsibility to evolve objective parameters to analyze and review performance. Initiate appropriate follow up action to ensure the performance level of both employee and the organization at whole. To fully motivate and counsel its employees for their prospective future career growth and path.

2.

What can Radha do now to restore Mridhulas motivation and get her back on

track? Due to mal-framed Performance Appraisal System in Shivani Exports, the first and the foremost thing which Radha as the chief buyer of the organization should develop a sound Performance Appraisal System to avoid any scope of future contingency.

Appraisal of Objectives: The Goal setting is an important factor in Appraisal system,

which should be period/ time based and should be determined through the joined discussion of both appraiser and appraisee. This is also termed as Management by Objectives. Anuradha ASoDL(EFT) Enroll No: 08070100131

ADL 09: Human Resource Management: Case Study - I: Shivani Exports This helps in evaluation and assessment of performance of the appraisee.

Mentor based Counseling: It is very important that the appraiser to perform the Spilt
roles as an evaluator as well as a mentor, helper and a counselor to the employee. This helps in improving the job performance as well as career growth and development of the appraisee.

Orientation: The appraisee should firmly believe in the policies, values, beliefs and
expectations of the organization, for this proper orientation is required.

Developmental Approach rather than Judgmental Approach: The performance

appraisal system should be so designed that it is more developmental rather than judgmental. Evaluation should be coupled to deliver growth and development of the appraisee.

Free Flow Communication Channel and feedback: The communication between the
appraiser and the appraisee should well established to empower growth and development. Also feedback of his past performance should be easily communicated for further growth.

Generate ambition and confidence and forecast future career paths: For this
proper counseling and career guidance should be rendered by the appraiser.

Assurance, Guidance and training to be the employees: Proper work related

guidance and training should be rendered to the employee so as to achieve his targets.

Rewards to be commensurate with performance: Incentive schemes should be

introduced and rewards and promotions should be directly linked with performance of the employee, this helps motivating the employee and also results to overall growth of both organization and the employee.

3. What mistakes, if any, did Ms. Radha and Shivani Exports make with respect to Human Resource Management? In the above Case-Study of Shivani Exports, Ms. Radha and Shivani Exports made a lot of mistakes regarding the Human Resource Management, which plays a very significant role in every organization to accomplish any organisations objectives and its overall growth. The anomalies scrutinized in the Human Resource Management department were: It did not compensate and reward the employee appropriately. It could not build in team and employee integration in the organization. It failed to satisfy, motivate and maintain high morale of its employees. It did not consider the respect factor employed in the organization. It failed to give proper guidance, career path and development opportunities to its employee. Anuradha ASoDL(EFT) Enroll No: 08070100131

ADL 09: Human Resource Management: Case Study - I: Shivani Exports It could not communicate properly the feedback, appraisal of its employee. Thereby, Shivani Exports HRM should deal with the above problems and should ensure the following: To acquire right men at the right job, at the right time and in the right number To train and develop the staff adequately To compensate and reward appropriately To integrate them and form a teamwork To motivate, satisfy and maintain high morale of the employee To ensure respect for human factor employed in the organization Providing them with Job-Satisfaction Appraising and giving feedback of their performances Reducing the rate of high turnover To provide with Career development opportunities

Anuradha ASoDL(EFT)

Enroll No: 08070100131